Environmental Professional Intern (EPI) Mentoring Guidelines

Size: px
Start display at page:

Download "Environmental Professional Intern (EPI) Mentoring Guidelines"

Transcription

1 Institute of Professional Environmental Practice 600 Forbes Avenue, 339 Fisher Hall, Pittsburgh, PA USA Phone ; Fax ; Environmental Professional Intern (EPI) Mentoring Guidelines Career success is the goal of most employees in the work force. This is not just having a job, but a career; and not just a career, but also one that is successful and rewarding. It is now widely accepted that one of the keys to attaining career success is to have a mentor. A majority of those with successful careers report that mentoring has been an important factor in achieving their goals. Mentoring occurs when a senior person in terms of age and/or experience undertakes to provide information, guidance, advice, and support for a junior person. There are two kinds of mentor relationships: 1. Those that occur naturally (informally) within the organization and develop of their own accord as a senior person is impressed by a junior s abilities, and lasts over an extended period of time; or 2. Those that are structured and are a part of formal programs. Hundreds of companies and agencies have adopted formal programs. Some call them sponsors, others senior advisors, and others coaches. However, all agree that this is a key element in employee development. It has been used extensively to foster management training. Mentoring is also instrumental in increasing productivity, reducing turnover, and enhancing communication among all levels and sectors of the organization. Additionally, mentors can help integrate an individual into the profession and build a sense of belonging. Program Objectives What do we want to accomplish? The mentoring program will be structured to address a variety of needs and will promote the following objectives: To enhance employee development in early career stages. To involve employees at all levels in forming supporting professional relationships. To encourage employees to exercise initiative for their own career development. To improve morale of participants who gain experience and satisfaction from participation in the program. To develop a strong commitment to the mission of IPEP, which is to improve the practice and educational standards of environmental professionals, in all employees who participate in this program. To utilize successful senior professionals in professional development of entry-level professionals. To enhance the formation of supportive networking and increased sense of belonging. To enhance individual development and self-esteem through the encouragement and direction of a strong supportive mentor. To develop a thorough understanding of, and commitment to, IPEP s Code of Ethics. Mentors and Mentees Both mentors and mentees will bring various perceptions of their roles to the mentoring partnership. Ideally, a mentor: Is an unbiased advisor available to discuss work-related and other concerns regarding job or career performance. Provides constructive suggestions for improving the mentees work proficiency and productivity. Is a source of information about the professional culture and its specific organizational values. Provides objective and positive suggestions on appropriate office demeanor and work ethics.

2 Helps the mentee grasp the difference between what is really important and what seems to: in other words, perspective. A mentor gives vision. What kinds of assistance does a mentor provide? Career advice Instruction Visibility Role modeling Counseling Encouragement (boosts self-esteem by believing in mentee) Confrontation Opportunities to perform A mentee: Is an individual seeking guidance on career and job issues. Participates in the program by taking full advantage of the services and assistance offered. Brings to the relationship dedication and a clear understanding of his/her own goals and objectives. Participation and Eligibility EPIs interested in the mentoring program will contact IPEP. Selection Process Mentees: Since this is a completely voluntary program, mentees will nominate themselves. Mentors: These are also voluntary participants and will nominate themselves. Matching Mentee and Mentor A team made up of members of the EPI Committee and staff will screen mentees/mentors and identify potential matches. After preliminary discussions with potential mentors and mentees, matches will be finalized. Program Length Each mentoring effort should allow sufficient time for the team to accomplish mutually established goals. Time may vary for each pair, but the one-on-one experience is expected to reach focused goals within the length of time negotiated by the team. Either member of the team may withdraw at any time. The EPI certificate is valid up to seven years. Evaluation The mentoring coordinator will develop evaluation tools to assess the program. Feedback will be received from both the mentor and the mentee. A mentor is: Someone who can assist another person with career and job issues because of a commitment to help others in the same way they have been helped. A mentee is: Someone who is seeking help with career and job issues; who asks that another person listen and offer information contacts, support, and, most importantly, their own experience and knowledge. What can a mentor offer? Information about: A new field or occupation that interests the mentee.

3 How the systems works, both formally and informally. What training is available and how to get it. The culture and values of the organization the mentee works for. Their experience integrating work and personal goals. Organizational history. The broader perspective on priorities and how things fit together. Contact with: Individuals inside a group the mentee wants to work for. Individuals in a particular field. Professional organizations. Books and other printed resources. People who share the mentee s interests and concerns. Support in: Coaching the mentee to improve performance. Strategizing about how to promote the mentee s goals. Advising impartially about problem situations. Counseling about different options to pursue. Encouraging the mentee to persist and set realistic goals. Giving the mentee feedback about how he or she comes across. Constructively critiquing the mentee s goals and ethics. Identifying opportunities for visibility when appropriate. Providing a role model. Most importantly, mentors help mentees discern and build on their strengths and skills. Your Purpose MAKING THE MOST OF YOUR FIRST MEETING To determine whether the goals, interests, and personalities of the mentor and mentee are compatible, so that expectations will be met on both sides. Suggested Subjects The program is flexible and can include many types of arrangements, from a regular weekly meeting to check in and discuss progress toward goals and other issues, to intermittent contact on an as-needed basis following a few meetings to clarify action steps. While there is no one way to have a mentor/mentee relationship, it is important that expectations be clear and compatible on both sides. By the end of the first meeting, each should have a feel for the other as a person, and in terms of what they can offer and are asking. Although you probably want to make up your own agenda for what you want to cover in the first meeting, the following are some suggested subjects for consideration: Career paths of both people: How did you get where you are now? What decisions did you make? What influenced your decisions? Do you like what you are doing now? How long have you been in your present position? Did you move here from somewhere else? What do you see as being next? Why each person enlisted in the program: The mentor may have wanted to pass on some of the knowledge and experience they have gained, or may feel a special commitment to support others because of working through the system from the bottom. The mentee may have enlisted because they are unsure of goals, or because of the need for support to achieve a goal that is already clear. What the mentee is looking for in a mentor, and vice-versa: Is the mentee looking for someone who is experienced in a particular field or subject to help advance within that context? Or for someone who is an experienced and empathetic counselor? Is the mentor eager to help someone clarify goals, or work on an action plan with someone who is already on their way? What effort each is willing to put in initially: What time and other limits does each person have? These may change, but it is important to clarify this initially as well as on a periodic basis.

4 Prior to ending the first meeting/contact, schedule the next meeting/contact. WHEN TO ASK FOR ASSISTANCE Your first meeting is essential in establishing common ground and preventing most of the situations discussed below. While many pairs of mentors and mentees are able to work through any issues that may come up, sometimes people do need outside assistance. If something is troubling either of you, it is generally best to first discuss it with the other person. Situations where outside assistance may be helpful include the following: One or both of you is not following up. This is a danger signal that the action steps being identified are inappropriate in some way, or that one of you is uncomfortable. Serious personal problems are emerging. A mentor can only go so far in helping someone else, and the primary purpose of the program is to deal with employment issues. A mentee may need a referral to a personal counselor or to social services before action in the job arena will become possible. There are conflicts in expectations. While these should surface at the first meeting so that inappropriate matches can be avoided, there may be some surprises farther down the line. The mentor may be pushing the mentee harder than the mentee is willing to go, or the mentee may want more direction than the mentor is willing to offer. You need more information on contacts, which could be anything from personnel procedures to a statistics expert willing to do an informational interview. The relationship in uncomfortable for any reason. For a mentoring relationship to work successfully, it must be positive and supportive on both sides. Whether it is chemistry or a specific dynamic that is causing uneasiness, speak up before it undercuts the whole relationship. You may have differences in opinion. One of you may believe that the only way to progress in the system is to play the game, and the other may find some aspects ethically unacceptable. If any difference begins to get in the way of the mentoring process, please contact IPEP. 1. Who can be a mentor? MENTORING QUESTIONS AND ANSWERS A mentor is a QEP who is a senior in level or experience (to the mentee) that can serve as a resource and role model to the mentee. The mentor should be able to communicate well, be a good listener, and be committed to assisting and advising the mentee. The mentor should not be in the mentee s supervisory chain of command. 2. Who can be a mentee? Any interested EPI. 3. How will the matches between the mentees and mentors be made? What criteria are used? The matches will be made based upon information provided by the mentees and mentors. Every effort will be made to match the mentee with the mentor that can best assist with those needs, preferably in the same geographic area. If someone has a specific person in mind as a mentor, they should be sure to identify this person to IPEP. 4. Does a mentee need to know their specific goals and expectations in advance, or can the mentor help them set the goals? As previously noted, it will help the matching process if the mentee has identified specific goals and needs. However, further definition can certainly occur after the match has occurred. Please note that the mentee is ultimately responsible for identifying what they want out of the mentoring relationship. The mentor can help guide and assist the mentee in this effort, but cannot make those decisions for them. 5. Will everything between the mentor and mentee be kept confidential? Confidentiality is a key component to a successful mentoring relationship. For example, there may be agreement between a mentor and mentee that all discussions are confidential with the exception of information that is illegal or unethical.

5 There are no reporting requirements. However, it is strongly recommended that the mentee keep their supervisor informed of their general progress and direction, including the time commitment. Good communication between the mentee and their supervisor is a key to a successful mentoring relationship. 6. How and when will I find out who my mentor/mentee is? You will be notified by IPEP regarding the proposed match. 7. What happens if I do not believe that the match will work? There is always an initial period of getting to know each other and discussing needs/expectations. At any point in the mentoring relationship that one or both of you do not feel the match is working, please contact IPEP. 8. Will my mentor be able to get me a promotion of the job I want? No. The mentor s responsibility is to steer the mentee toward his/her career goals and offer suggestions and guidance. There are absolutely no guarantees of advancements, promotions, or reassignments through the mentoring program. 9. When is it time to end the relationship? The appropriate time to end a mentoring relationship is unique to each such relationship. Each mentor and mentee should discuss this aspect of his or her relationship. In general, it may be time to end the relationship when it has met the goals and needs of the mentee. The EPI certification expires after seven years. 10. How much time should the mentee and mentor spend? This is also unique to each relationship and can vary depending upon the immediate needs of the mentee as well as their respective calendars. It needs to be an ongoing topic of discussion. 11. How often should the mentor and mentee meet? There is no one answer as to the frequency of meetings. Like the prior question on the amount of time, it can vary considerably. It is generally recommended that the mentor/mentee agree upon a regular schedule to meet or that the next meeting be scheduled prior to ending the prior meeting. Otherwise, it is very easy for long periods of time to elapse between meetings due to the press of other business.

Copyright 2016 The William Averette Anderson Fund 501(c)(3)

Copyright 2016 The William Averette Anderson Fund 501(c)(3) Mentee Guide Table of Contents BAF Background... 2 BAF Mentoring Program... 2 Defining Mentoring... 3 Being an Effective Mentee... 4 Key Considerations for Prospective Mentees... 5 Next Steps... 8 The

More information

Yale University. Pilot Mentoring Program. Mentee Guide. Rev 6/10

Yale University. Pilot Mentoring Program. Mentee Guide. Rev 6/10 Yale University Pilot Mentoring Program Mentee Guide Rev 6/10 Table of Contents Pilot Program Guidelines... 2 Program Purpose and Goals... 3 Benefits of Participation... 4 Role of Mentor... 5 Role of Mentee...

More information

In Greek mythology, Mentor was a friend and trusted counselor of Odysseus. When Odysseus left for the Trojan War he placed Mentor in charge of his

In Greek mythology, Mentor was a friend and trusted counselor of Odysseus. When Odysseus left for the Trojan War he placed Mentor in charge of his In Greek mythology, Mentor was a friend and trusted counselor of Odysseus. When Odysseus left for the Trojan War he placed Mentor in charge of his son Telemachus and of his palace. The goddess Athena disguised

More information

AAOE Mentoring Program Handbook. January Mentoring is a brain to pick, an ear to listen, and a push in the right direction.

AAOE Mentoring Program Handbook. January Mentoring is a brain to pick, an ear to listen, and a push in the right direction. AAOE Mentoring Program Handbook January 2018 Mentoring is a brain to pick, an ear to listen, and a push in the right direction. John C. Crosby ABOUT THE AAOE MENTORING PROGRAM For AAOE, mentoring is an

More information

Designing and Implementing Mentoring Programs for Early Career Faculty

Designing and Implementing Mentoring Programs for Early Career Faculty Designing and Implementing Mentoring Programs for Early Career Faculty November 19, 2010 Mentoring is vital to both individual and institutional success. Good mentorship is a hallmark of successful academic

More information

Everything You Need To Know For Mentors

Everything You Need To Know For Mentors Everything You Need To Know For Mentors Letter of Welcome Dear Mentor, Sept 2016 We would like to welcome you to the Duquesne University Alumni Mentor Program. This initiative was developed to respond

More information

M E N T O R I N G 1 0 1

M E N T O R I N G 1 0 1 M E N T O R I N G 1 0 1 T o o l s, t i p s a n d t e c h n i q u e s t o b e i n g a n e f f e c t i v e m e n t o r Session Components Defining Mentorship Expectations and Guidelines Rules of the Road

More information

The N4A Mentoring Program

The N4A Mentoring Program Mentor Program The N4A Mentoring Program An essential, yet underestimated, factor in professional development is the alliance formed between mentors ("seasoned" professional) and mentees (novice professional).

More information

Mentoring Program for the Water Sector: A best practice guide

Mentoring Program for the Water Sector: A best practice guide Mentoring Program for the Water Sector: A best practice guide Mentoring is a formal or informal relationship between two people a more experienced mentor (usually senior and outside the mentee s chain

More information

Mentoring Guidelines and Ideas

Mentoring Guidelines and Ideas Mentoring Guidelines and Ideas What Is Mentoring? Mentoring is an equal partnership with two way learning. Both the mentor and mentee should be gaining insights from the mentoring process. Typically, the

More information

Understanding the Research Academy for Faculty and Postdoctoral Fellows Research Mentoring Program

Understanding the Research Academy for Faculty and Postdoctoral Fellows Research Mentoring Program Understanding the Research Academy for Faculty and Postdoctoral Fellows Research Mentoring Program How do I become an RAFPF Research mentor or mentee? I'm looking for a mentor! I m ready to mentor! Mentoring

More information

VOLUNTEERING VICTORIA MENTORING PROGRAM 2018 INFORMATION KIT

VOLUNTEERING VICTORIA MENTORING PROGRAM 2018 INFORMATION KIT VOLUNTEERING VICTORIA MENTORING PROGRAM 2018 INFORMATION KIT Contents INTRODUCTION... 2 HOW DOES THE PROGRAM WORK?... 3 WHAT IS MENTORING?... 3 WHAT THE MENTORING PROGRAM IS NOT... 3 HOW TO APPLY... 4

More information

Mentor Handbook. Office of Career Services // Office of Alumni Relations

Mentor Handbook. Office of Career Services // Office of Alumni Relations Mentor Handbook Office of Career Services // Office of Alumni Relations Fall 2018 - Spring 2019 SUCCEED NETWORK COUNSEL SUPPORT MENTOR GUIDE LEAD INSPIRE MOTIVATE WELCOME! Thank you for participating in

More information

AANN/ABNN/AMWF MENTORSHIP HANDBOOK

AANN/ABNN/AMWF MENTORSHIP HANDBOOK AANN/ABNN/AMWF MENTORSHIP HANDBOOK AANN/ABNN/AMWF P a g e 2 BACKGROUND PURPOSE: The American Association of Neuroscience Nurses (AANN), the American Board of Neuroscience Nursing (ABNN), and the Agnes

More information

Professional Mentorship Program Guidebook

Professional Mentorship Program Guidebook Professional Mentorship Program Guidebook 2017-2018 CFA Society Ottawa Professional Mentorship Program Welcome to the CFA Society Ottawa mentorship program! You have made an important commitment by deciding

More information

Mentoring program guidelines

Mentoring program guidelines Forensic and Valuation Services Section Accredited in Business Valuation Mentoring program guidelines Contents 2 Welcome 4 Mentoring guidelines Program objectives How the mentor program works Topics for

More information

MENTOR S GUIDE. MCF by MCF Youth Exchange Arad, Romania. MultiCultural Foundation

MENTOR S GUIDE. MCF by MCF Youth Exchange Arad, Romania. MultiCultural Foundation MENTOR S GUIDE MCF by MCF Youth Exchange Arad, Romania MultiCultural Foundation 1 MENTOR INTRODUCTION The mentorship is a personal development between an experienced person and a less experienced person.

More information

CONTENTS. CINZ 2018 Mentorship Programme Manual Page 1

CONTENTS. CINZ 2018 Mentorship Programme Manual Page 1 CONTENTS 1. Background pg. 2 2. Programme Benefits pg. 3 3. Definitions pg. 4 4. Roles and Responsibilities pg. 5 5. Principles of Mentoring pg. 8 6. Guidelines pg. 9 6.1 Scope of Programme 6.2 Programme

More information

Career Mentor Scheme. Mentor Guide

Career Mentor Scheme. Mentor Guide Career Mentor Scheme Mentor Guide Contents Guidelines for Mentors 3 Checklist for first meeting with Mentee 6 Mentoring agreement 7 Advice and contact details 8 Equality and Diversity policy 9 Mentor Scheme

More information

How to Make the Most of Your Mentoring Experience: A Practical Guide for a Successful Partnership

How to Make the Most of Your Mentoring Experience: A Practical Guide for a Successful Partnership How to Make the Most of Your Mentoring Experience: A Practical Guide for a Successful Partnership The official guide of the Senior Executive Association and the Young Government Leaders Mentoring Partnership

More information

A New Way of Seeing Mentoring! Benefits for the mentors

A New Way of Seeing Mentoring! Benefits for the mentors Page 1 of 5 A New Way of Seeing Mentoring! Benefits for the mentors By Kirsten M. Poulsen, Managing Partner & Consultant KMP+ ApS This article presents the opportunities for mentors learning in the mentoring

More information

CUmentor. Center for Career and Professional Development CLARION UNIVERSITY OF PA

CUmentor. Center for Career and Professional Development CLARION UNIVERSITY OF PA 2016-2017 CUmentor Center for Career and Professional Development CLARION UNIVERSITY OF PA Clarion University of Pennsylvania Mission: Clarion University provides transformative, lifelong learning opportunities

More information

Manager, Supervisor & CEMA Skill Set Model County of Santa Clara

Manager, Supervisor & CEMA Skill Set Model County of Santa Clara Leads Innovation Leadership Styles Manages Change Models Integrity, Trust & Transparency Strategic Thinking and Planning Manager, Supervisor & CEMA Skill Set Model County of Santa Clara Conflict Management

More information

UNIVERSITY OF MASSACHUSETTS LOWELL MASSACHUSETTS DEPARTMENT OF CIVIL AND ENVIRONMENTAL ENGINEERING MENTOR PROGRAM

UNIVERSITY OF MASSACHUSETTS LOWELL MASSACHUSETTS DEPARTMENT OF CIVIL AND ENVIRONMENTAL ENGINEERING MENTOR PROGRAM UNIVERSITY OF MASSACHUSETTS AT LOWELL MASSACHUSETTS DEPARTMENT OF CIVIL AND ENVIRONMENTAL ENGINEERING MENTOR PROGRAM PREPARED BY UML ALUMNI CEE INDUSTRIAL ADVISORY BOARD MENTOR SUBCOMMITTEE JANUARY 2001

More information

Implementation Guides

Implementation Guides Implementation Guides Implementation Guides assist internal auditors in applying the Definition of Internal Auditing, the Code of Ethics, and the Standards and promoting good practices. Implementation

More information

Member Mentorship DISTRICT 12 LEADERSHIP TRAINING

Member Mentorship DISTRICT 12 LEADERSHIP TRAINING Member Mentorship DISTRICT 12 LEADERSHIP TRAINING OBJECTIVES Objective 1: To describe new member mentoring and why it is important. Objective 2: To specify the roles and benefits of a mentorship program.

More information

Mentoring MENTEE GUIDE. ACHSM Mentoring Program. This Guide aims to assist ACHSM Members involved as Mentees. ACHSM Mentee Guide

Mentoring MENTEE GUIDE. ACHSM Mentoring Program. This Guide aims to assist ACHSM Members involved as Mentees. ACHSM Mentee Guide Mentoring MENTEE GUIDE ACHSM Mentoring Program This Guide aims to assist ACHSM Members involved as Mentees ACHSM Mentee Guide 2018 1 Contents INTRODUCTION 3 1. WHAT IS MENTORING? 5 2. WHY A MENTORING PROGRAM?

More information

Knowlton School Mentor Program Mentee Guide

Knowlton School Mentor Program Mentee Guide Knowlton School Mentor Program Mentee Guide The mission of the Knowlton School Mentor Program is twofold: 1. to create an environment of guidance, growth, and development for Knowlton students as they

More information

MENTORING G UIDE MENTEES. for BY TRIPLE CREEK ASSOCIATES, INC Mentoring Guide for Mentees

MENTORING G UIDE MENTEES. for BY TRIPLE CREEK ASSOCIATES, INC Mentoring Guide for Mentees MENTORING G UIDE for MENTEES BY TRIPLE CREEK ASSOCIATES, INC. www.3creek.com 800-268-4422 Mentoring Guide for Mentees 2002 1 Table of Contents What Is Mentoring?... 3 Who Is Involved?... 3 Why Should People

More information

Notes on Power Mentoring by Ellen Ensher and Susan Murphy

Notes on Power Mentoring by Ellen Ensher and Susan Murphy Notes on Power Mentoring by Ellen Ensher and Susan Murphy Although Power Mentoring focuses more on group mentoring than on the one-to-one design I imagine we ll favor, something to take from this book

More information

Mentors: Measuring Success

Mentors: Measuring Success Mentors: Measuring Success Your success is measured by many milestones. Your Mentee may realize for the first time that he/she has potential is confident and self-assured values education and the learning

More information

GUIDANCE NOTES ON THE ROLE OF THE MENTOR

GUIDANCE NOTES ON THE ROLE OF THE MENTOR GUIDANCE NOTES ON THE ROLE OF THE MENTOR SDDU-Handout Contents Page 1. Why have a mentor? 3 2. What does a mentor do? 7 3. The role of the mentee 13 4. Are you ready to begin? 14 "Tell me and I forget.

More information

Mentoring. A Younger Chemists Guide to a Career Essential

Mentoring. A Younger Chemists Guide to a Career Essential Mentoring A Younger Chemists Guide to a Career Essential Program Overview I. What is a mentor? II. Do I need a mentor? III. How do I choose the right mentor for me? IV. Guidelines for a successful mentor/mentee

More information

CIVIL ENGINEERING SURVEYORS

CIVIL ENGINEERING SURVEYORS ICES ICES is the professional institution for surveyors who study and work in the civil engineering and geospatial industries. Chartered Institution of CIVIL ENGINEERING SURVEYORS APPROVED DEVELOPMENT

More information

GROW Mentoring Handbook for Mentors and Mentees 2016/2017

GROW Mentoring Handbook for Mentors and Mentees 2016/2017 GROW Mentoring Handbook for Mentors and Mentees 2016/2017 About this handbook This handbook has been prepared for both mentors and mentees registered on GROW, to help explain what the programme aims to

More information

SUPERVISORS AND THE EAP A COMPREHENSIVE EAP TRAINING GUIDE

SUPERVISORS AND THE EAP A COMPREHENSIVE EAP TRAINING GUIDE SUPERVISORS AND THE EAP A COMPREHENSIVE EAP TRAINING GUIDE EAP Provider: Gary L. Wood & Associates, P.A. Corporate Office: Suite 300 4700 N. Habana Avenue Tampa, Florida 33614 Phone Numbers: Toll Free:

More information

Walsh University. DeVille School of Business Professional Mentoring Program (Reviewed & Approved: August 21, 2014)

Walsh University. DeVille School of Business Professional Mentoring Program (Reviewed & Approved: August 21, 2014) Background Formal education and training should be complemented by the knowledge and experience of practitioners through the sharing of professional and life experiences. Mentoring within the ( DSoB )

More information

DO YOU WANT A MENTOR?

DO YOU WANT A MENTOR? DO YOU WANT A MENTOR? TABLE OF CONTENTS I THINK I WANT A MENTOR--AM I READY?...2 HOW TO FIND A MENTOR THAT IS RIGHT FOR YOU...3 TIPS FOR A SUCCESSFUL RELATIONSHIP...4 THE GOALS ARE ACHIEVED--WHAT NEXT?...6

More information

MENTORING PROGRAM FOR NEW STAFF

MENTORING PROGRAM FOR NEW STAFF MENTORING PROGRAM FOR NEW STAFF Mentoring is all about learning. The value and purpose of a mentoring program for new employees is to increase employee retention and transition new employees into an organization.

More information

Mentoring Toolkit Additional Resources

Mentoring Toolkit Additional Resources Mentoring Toolkit Additional Resources University of Edinburgh Mentoring Connections Programme Table of Contents Mentoring Connections at the University of Edinburgh... 4 General information on the mentoring

More information

EASING THE TRANSITION

EASING THE TRANSITION MENTORING Outline Sophocles, in his Greek tragedy Antigone, said, The ideal condition would be, I admit, that men should be right by instinct. But since we are all likely to go astray, the reasonable thing

More information

Yorkshire Ambulance Service East Midlands Ambulance Service NHS Trust. Mentoring Workshop. Background Information

Yorkshire Ambulance Service East Midlands Ambulance Service NHS Trust. Mentoring Workshop. Background Information Yorkshire Ambulance Service East Midlands Ambulance Service NHS Trust Mentoring Workshop Background Information June 2007 1 Yorkshire Ambulance Service East Midlands Ambulance Service NHS Trust Mentoring

More information

Structuring the Mentoring Relationship: Expectations and Boundaries

Structuring the Mentoring Relationship: Expectations and Boundaries Structuring the Mentoring Relationship: Expectations and Boundaries Ellen W. Seely, MD Vice Chair, Faculty Development, Department of Medicine Director of Clinical Research, Endocrinology, Diabetes & Hypertension

More information

Mentoring Program Guide The greatest good you can do for another is not just to share your riches but to reveal to him his own.

Mentoring Program Guide The greatest good you can do for another is not just to share your riches but to reveal to him his own. Mentoring Program Guide The greatest good you can do for another is not just to share your riches but to reveal to him his own. Benjamin Disraeli What is mentoring? Mentoring is the pairing of two people

More information

National Capital Area Paralegal Association (NCAPA) Mentorship Program. Second Edition Handbook Pascalle Goddard and Chanel M.

National Capital Area Paralegal Association (NCAPA) Mentorship Program. Second Edition Handbook Pascalle Goddard and Chanel M. National Capital Area Paralegal Association (NCAPA) Mentorship Program Second Edition Handbook 2017 Pascalle Goddard and Chanel M. Bradden National Capital Area Paralegal Association (NCAPA) Mentorship

More information

California State University San Marcos. MPP Performance Planning and Review Program Handbook

California State University San Marcos. MPP Performance Planning and Review Program Handbook California State University San Marcos MPP Performance Planning and Review Program Handbook Updated May, 2008 Table of Contents Section I Introduction...................................... Page 2 Section

More information

THE MENTORING PROGRAM

THE MENTORING PROGRAM THE MENTORING PROGRAM Supporting the Practice of Law CONTENTS Introduction 3 What is Mentoring? 3 How the Program Works 3 The Role of LIANS 5 The Mentor s Role 5 The Mentee s Role 7 INTRODUCTION Many organizations

More information

The benefits of finding a mentor

The benefits of finding a mentor The benefits of finding a mentor Mentor and Mentee from a Physiological Societysupported mentoring programme Dr Hannah Moir H.Moir@Kingston.ac.uk @DrHannahMoir Senior Lecturer in Health and Exercise Physiology,

More information

Supervisor s Guide: Performance Evaluations

Supervisor s Guide: Performance Evaluations Supervisor s Guide: Performance Evaluations Table of Contents Introduction... - 2 - Benefits of Productive Performance Meetings... - 3 - Performance Goals Help Employees... - 3 - Performance Goals Help

More information

CPAs for CPAs

CPAs for CPAs CPAs for CPAs 2018-19 GUIDELINES About the programme The objective of the Institute s Mentorship Programme is to offer aspiring CPAs the opportunity to learn from experienced members for the purpose of

More information

ADDENDUM TO TEACHER MENTORING AND INDUCTION PLAN

ADDENDUM TO TEACHER MENTORING AND INDUCTION PLAN ADDENDUM TO TEACHER MENTORING AND INDUCTION PLAN Effective 7-1-2017 Each item in this addendum is a change or addition to this plan s contents. This addendum DOES NOT replace the contents of this plan.

More information

The following guidelines will help you get the most out of your mentoring relationship.

The following guidelines will help you get the most out of your mentoring relationship. As a mentor, you will invest your time, energy and expertise to nurture the growth of another person. You are the special person who helps others reach their potential. Your style may range from that of

More information

Employee Engagement Leadership Workshop

Employee Engagement Leadership Workshop Employee Engagement Leadership Workshop Turning employee feedback into results Developed for: Presented by: Copyright 2010, DecisionWise, Inc. All rights reserved. No part of this publication may be reproduced,

More information

National model guide: Direct supervision

National model guide: Direct supervision National model guide: Direct supervision National model guide - May 2018 Notice Disclaimer Engineers Canada s national guidelines, model guides, and white papers were developed by engineers in collaboration

More information

FACULTY MENTORING PROGRAM

FACULTY MENTORING PROGRAM FACULTY MENTORING PROGRAM For Mentors: Guiding Principles of the Program Your accomplishments and contributions to The University of Arizona and academic medicine are strongly regarded and thus, we recognize

More information

Creating a Job Search Program In Your Church, Synagogue Or Community Organization

Creating a Job Search Program In Your Church, Synagogue Or Community Organization Creating a Job Search Program In Your Church, Synagogue Or Community Organization Special Supplement to The Unwritten Rules of the Highly Effective Job Search By Orville Pierson Note: This Special Supplement

More information

ASAP Mentorship Program

ASAP Mentorship Program ASAP Mentorship Program Engage in meaningful one-on-one interactions. Grow the field of Adaptation. AMERICAN SOCIETY OF ADAPTATION PROFESSIONALS www.adaptationprofessionals.org Table of Contents Program

More information

Mentoring Program Goals

Mentoring Program Goals Welcome Mentoring Program Goals Facilitate the professional development and enhancement of Project Management skills for the chapter members. Encourage one-on-one mentoring to individuals who want to develop

More information

Pennsylvania Commonwealth Mentoring Program. Kimberly A. Helton, Director, Bureau of Workforce Planning, Development and EEO

Pennsylvania Commonwealth Mentoring Program. Kimberly A. Helton, Director, Bureau of Workforce Planning, Development and EEO NASPE Eugene H. Rooney, Jr. Award Innovative State Human Resource Management Program Pennsylvania Commonwealth Mentoring Program Kimberly A. Helton, Director, Bureau of Workforce Planning, Development

More information

Peer Mentoring Scheme Handbook for Foster Carers

Peer Mentoring Scheme Handbook for Foster Carers DRAFT Tri-Borough 3/1/12 Peer Mentoring Scheme Handbook for Foster Carers 2012 Tri-Borough Fostering Service Index Topic Number Content Page Number 1. What is Peer Mentoring 3 2. Aims 3 3. Objectives 3

More information

Advisors & Mentors. Outline. 1. Your objectives. Being a Successful Trainee

Advisors & Mentors. Outline. 1. Your objectives. Being a Successful Trainee Advisors & Mentors Outline 1. Your objectives as a trainee 2. Defined responsibilities 3. Choosing an advisor 4. Advisor/advisee relations 5. Advisors vs. mentors obtain training 1. Your objectives Being

More information

Mentor Emory Strengthening the Business of Higher Education. MENTEE APPLICATION PACKET Deadline Monday, November 9, :00 pm

Mentor Emory Strengthening the Business of Higher Education. MENTEE APPLICATION PACKET Deadline Monday, November 9, :00 pm Mentor Emory Strengthening the Business of Higher Education MENTEE APPLICATION PACKET Deadline Monday, November 9, 2015 5:00 pm OVERVIEW OF THE PROGRAM The goal of the Mentor Emory Program is to enhance

More information

SAIOH MENTORSHIP GUIDANCE AND PROCEDURE. Ref: SAIOH QMS Section Revised: March 2017

SAIOH MENTORSHIP GUIDANCE AND PROCEDURE. Ref: SAIOH QMS Section Revised: March 2017 SAIOH MENTORSHIP GUIDANCE AND PROCEDURE Ref: SAIOH QMS Section 5.7.2 Revised: March 2017 Page 2 of 8 SAIOH Mentorship Guidance and Procedure Guidance What is mentoring? Mentoring is to support and encourage

More information

Chapter 9: Recognition and Evaluation

Chapter 9: Recognition and Evaluation Chapter 9: Recognition and Evaluation Just as ongoing experiential learning is key an intern s development, recognition of their hard work and accomplishments can be one of the most valuable rewards. Though

More information

PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL PERFORMANCE APPRAISAL Performance appraisal (PA) is the process of evaluating how well employees perform their jobs when compared to a set of standards, and then communicating that information to those

More information

Minnesota WIC Training New WIC Mentors. Guidance for Advising New Mentors

Minnesota WIC Training New WIC Mentors. Guidance for Advising New Mentors Minnesota WIC Training New WIC Mentors Guidance for Advising New Mentors Table of Contents Benefits of Mentoring... 3 Choosing a Mentor... 3 Common Questions about Mentoring... 4 New Mentor Training Checklist...

More information

MAKING CONNECTIONS: A BEST-PRACTICE GUIDE TO ESTABLISHING A MENTORSHIP PROGRAM

MAKING CONNECTIONS: A BEST-PRACTICE GUIDE TO ESTABLISHING A MENTORSHIP PROGRAM MAKING CONNECTIONS: A BEST-PRACTICE GUIDE TO ESTABLISHING A MENTORSHIP PROGRAM Brought to you by: Canadian Agricultural HR Council About This Guide This guide was developed by the Canadian Agricultural

More information

Mentoring. Program Guide

Mentoring. Program Guide Mentoring Program Guide Mentoring Guide Developed by the Nova Scotia Public Service Commission This guide for mentoring has been designed to support the leadership and career planning and development of

More information

UNIVERSITY OF VICTORIA FACULTY & LIBRARIAN MENTORING PROGRAM

UNIVERSITY OF VICTORIA FACULTY & LIBRARIAN MENTORING PROGRAM FACULTY & LIBRARIAN MENTORING PROGRAM TABLE OF CONTENTS Introduction...3 Benefits of Mentoring..4 For Mentees...4 For Mentors....4 For the Chair/Director...5 Roles and Responsibilities. 6 Role of the Mentor..6

More information

Mentorship Initiative. Recommended Approach

Mentorship Initiative. Recommended Approach Mentorship Initiative Recommended Approach Criteria for Mentors Mentor Candidates target pool: Mid-level Executives Example titles: Sr. Vice President Vice President Sr. Director Director 2 Qualcomm WLI

More information

Memo NAPABA MENTORING COMMITTEE. First Annual NAPABA Mentoring Program

Memo NAPABA MENTORING COMMITTEE. First Annual NAPABA Mentoring Program NAPABA MENTORING COMMITTEE Memo To: NAPABA Members From: NAPABA Mentoring Committee Date: July 14, 2008 Re: First Annual NAPABA Mentoring Program NAPABA is proud to offer its inaugural mentoring program

More information

Guidelines for Mentors and Mentees

Guidelines for Mentors and Mentees Guidelines for Mentors and Mentees International Actuarial Association Actuaries Without Borders Section (AWB ) Global Mentorship Program (including Actuarial Exam Tutoring service) Effective January 2017

More information

Unclassified MENTORING. Edward G. Elgart. Executive Director CECOM Contracting Center. 24 February Expeditionary Responsive Innovative

Unclassified MENTORING. Edward G. Elgart. Executive Director CECOM Contracting Center. 24 February Expeditionary Responsive Innovative MENTORING Edward G. Elgart Executive Director CECOM Contracting Center 24 February 2010 Expeditionary Responsive Innovative Army Contracting Command Expeditionary Responsive Innovative Origins of Mentor

More information

NO , Chapter 1 TALLAHASSEE, February 13, Human Resources

NO , Chapter 1 TALLAHASSEE, February 13, Human Resources CFOP 60-35, Chapter 1 STATE OF FLORIDA DEPARTMENT OF CF OPERATING PROCEDURE CHILDREN AND FAMILIES NO. 60-35, Chapter 1 TALLAHASSEE, February 13, 2018 Human Resources PERFORMANCE EVALUATION PROGRAM FOR

More information

Volunteer Management and the Volunteer Manager s Job Description in the "Group" The National Council for Voluntarism in Israel (CVI)

Volunteer Management and the Volunteer Manager s Job Description in the Group The National Council for Voluntarism in Israel (CVI) Volunteer Management and the Volunteer Manager s Job Description in the "Group" The Volunteer Manager job perception The volunteer manager will lead the process of consolidating the organizational volunteer

More information

UAB Performance Management 07/03/2018. Title Page 1

UAB Performance Management 07/03/2018. Title Page 1 UAB Performance Management 07/03/2018 Title Page 1 Performance Management at UAB 3 What is Performance Management? 3 Performance Management and Employee Engagement 4 UAB Success Model 5 Performance Management

More information

NETWORKSMART. Assessment

NETWORKSMART. Assessment NETWORKSMART Assessment NETWORKSMART Assessment Table of Contents Introduction...1 NETWORKSMART Activity...3 How Can You Plan for Success?...4 What Stages Are Your Partners In?...5 Is Your Network Well-Balanced?...6

More information

Mentoring Guidelines. American Sheep Industry Association, Inc. May Mentoring Guidelines by Jay Parsons 1

Mentoring Guidelines. American Sheep Industry Association, Inc. May Mentoring Guidelines by Jay Parsons 1 Mentoring Guidelines American Sheep Industry Association, Inc. May 2012 Mentoring Guidelines by Jay Parsons 1 Mentoring is a joint venture of passing skills and knowledge from the established to the new

More information

Executive Director Evaluation

Executive Director Evaluation Executive Director Evaluation From the National Center for Nonprofit Boards Introduction By failing to adequately evaluate the chief executive, many nonprofit boards miss an opportunity to express support

More information

Team Conversation Starters

Team Conversation Starters Team Conversation Starters This guide is intended to help you get started during your action planning session and/or to dig deeper into understanding the feedback you receive from your employees during

More information

Ohlone College New Faculty Mentor Plan

Ohlone College New Faculty Mentor Plan Ohlone College New Faculty Mentor Plan The New Faculty Mentoring Program is designed to support the College mission of a Learning College Model. The purpose of the mentor program is to assist new faculty

More information

creating a culture of employee engagement

creating a culture of employee engagement creating a culture of employee engagement creating a culture of employee engagement 2 Introduction Do your employees report a strong sense of purpose at your company? Do they trust senior management and

More information

PEER MENTORING TOOLKIT TRADEMAX COMMUNICATIONS

PEER MENTORING TOOLKIT TRADEMAX COMMUNICATIONS PEER MENTORING TOOLKIT TRADEMAX COMMUNICATIONS CONTENT Definitions 1 Objectives 2 Benefits 3 Communication Tools 4 Prompt Questions 5 Training Plan 6 Training Plan (Contd.) 7 Mentoring Commitment 8 Peer

More information

Mentoring MENTOR GUIDE. ACHSM Mentoring Program. This Guide aims to assist ACHSM Members involved as Mentors. ACHSM Mentor Guide

Mentoring MENTOR GUIDE. ACHSM Mentoring Program. This Guide aims to assist ACHSM Members involved as Mentors. ACHSM Mentor Guide Mentoring MENTOR GUIDE ACHSM Mentoring Program This Guide aims to assist ACHSM Members involved as Mentors ACHSM Mentor Guide 2018 1 Contents INTRODUCTION 3 1. WHAT IS MENTORING? 5 2. WHY A MENTORING PROGRAM?

More information

CIL Executive Mentoring Scheme

CIL Executive Mentoring Scheme COAL INDIA LIMITED CIL Executive Mentoring Scheme COAL INDIA LIMITED Coal Bhawan, New Town, Rajarhat, Kolkata, West Bengal - 700156 https://www. coalindia.in 1 TABLE OF CONTENT CONTENT PAGE NO. 1. Title

More information

Department of Medicine Summer Program Choosing a Mentor

Department of Medicine Summer Program Choosing a Mentor Department of Medicine Summer Program Choosing a Mentor Alex Auseon, DO Fellowship Program Director Cardiology Barbara Jung, MD Chief Division of Gastroenterology and Hepatology Tweet questions to @UICDOMsummer

More information

SMPS-NY MENTORSHIP PROGRAM

SMPS-NY MENTORSHIP PROGRAM JOIN US FOR THE 2017-2018 SMPS-NY MENTORSHIP PROGRAM Whether you have the skills to teach or gaps in your knowledge, there is something in the program for everyone. In its ninth year, the program is the

More information

COURSE CATALOG. vadoinc.net

COURSE CATALOG. vadoinc.net COURSE CATALOG 2018 vadoinc.net Welcome Welcome to the Vado 2018 Course Catalog. Vado provides any organization or learner numerous opportunities to build the skills needed to lead and manage others, as

More information

INTERNSHIP STARTER HANDBOOK For Community Providers

INTERNSHIP STARTER HANDBOOK For Community Providers OFFICE OF INTERNSHIPS INTERNSHIP STARTER HANDBOOK For Community Providers Thank you for your interest in partnering with California State University San Marcos to provide internship opportunities to CSUSM

More information

Performance Skills Leader. Individual Feedback Report

Performance Skills Leader. Individual Feedback Report Performance Skills Leader Individual Feedback Report Jon Sample Date Printed: /6/ Introduction REPORT OVERVIEW Recently, you completed the PS Leader assessment. You may recall that you were asked to provide

More information

Defining HR Success 9 Critical Competencies for HR Professionals. Take-Aways

Defining HR Success 9 Critical Competencies for HR Professionals. Take-Aways Defining HR Success 9 Critical Competencies for HR Professionals Alexander Alonso, Debra J. Cohen, James N. Kurtessis and Kari R. Strobel SHRM 2015 208 pages [@] Rating 8 Applicability 7 Innovation 87

More information

Coaching and Mentoring

Coaching and Mentoring Coaching and Mentoring Staff Development Human Resources Benefits of Coaching and Mentoring The University of Huddersfield has experienced significant change in recent years; a trend which will continue

More information

Mentor Program. Information and Registration Form

Mentor Program. Information and Registration Form Mentor Program Information and Registration Form Goulburn Murray Community Leadership Mentor Program Information and Registration Form 2 What is Mentoring? Mentoring is a mutually beneficial relationship

More information

There are a number of approaches to employee development, and each one does something specific and unique.

There are a number of approaches to employee development, and each one does something specific and unique. UNIT VI STUDY GUIDE Employee Development and Special Issues in Training and Development Course Learning Outcomes for Unit VI Upon completion of this unit, students should be able to: 4. Examine performance

More information

2018 Supervisor s Guide to Performance Evaluation

2018 Supervisor s Guide to Performance Evaluation 2018 Supervisor s Guide to Performance Evaluation h t t p s : / / p e d i. n n g o v. c o m Page 1 Table of Contents Introduction 3 The Objectives of the Performance Evaluation 3 Core Values 3 Core Competencies

More information

FTA Mentor Program 2018 Aim & Structure

FTA Mentor Program 2018 Aim & Structure FTA Mentor Program 2018 Aim & Structure The FTA Mentoring Program has been established with the goal of developing younger or less experienced people in the industry, providing a new and interesting proposition

More information

Recruitment and Retention Insights for the Hotel Industry

Recruitment and Retention Insights for the Hotel Industry Hospitality Review Volume 9 Issue 1 Hospitality Review Volume 9/Issue 1 Article 5 1-1-1991 Recruitment and Retention Insights for the Hotel Industry Peter W. Williams Simon Fraser University, null@sfu.ca

More information

MEMORANDUM OF UNDERSTANDING BETWEEN 101 ST AIRBORNE DIVISION (AIR ASSAULT) AND FORT CAMPBELL U.S. ARMY INSTALLATION MANAGEMENT COMMAND - FORT CAMPBELL

MEMORANDUM OF UNDERSTANDING BETWEEN 101 ST AIRBORNE DIVISION (AIR ASSAULT) AND FORT CAMPBELL U.S. ARMY INSTALLATION MANAGEMENT COMMAND - FORT CAMPBELL MEMORANDUM OF UNDERSTANDING BETWEEN 101 ST AIRBORNE DIVISION (AIR ASSAULT) AND FORT CAMPBELL U.S. ARMY INSTALLATION MANAGEMENT COMMAND - FORT CAMPBELL U.S. ARMY MEDICAL DEPARTMENT ACTIVITY - FORT CAMPBELL

More information

HSE Women in Leadership Mentoring Programme. A Guide for Mentees

HSE Women in Leadership Mentoring Programme. A Guide for Mentees HSE Women in Leadership Mentoring Programme A Guide for Mentees TABLE OF CONTENTS Part I: Preparing for mentoring... 4 What is a mentor?... 4 The benefits of a mentoring relationship... 4 Mentoring for

More information

Managers at Bryant University

Managers at Bryant University The Character of Success for Managers at Bryant University Interviewing Guide (Revised 8/25/04) Career Strategies, Inc. Boston, MA A New Approach to Interviewing for Managers at Bryant University An interviewer

More information